In the spotlight: Why diversity, equity and inclusion are business critical

The events of the past 15 months have underscored to me just how important equity is to employees and wider society. Diversity, equity and inclusion (DE&I) has moved beyond a departmental priority, to strategically integrated business priorities vital to our success. Our recent survey(1) speaks to this point: It found that 75% of business leaders and 83% of HR leaders feel DE&I has risen to the top of the corporate agenda in the last year.

75% of business leaders and 83% of HR leaders feel DE&I has risen to the top of the corporate agenda in the last year.

The pandemic, #MeToo, Black Lives Matter and violence against the AAPI(2) community have emboldened employees to demand more from us as employers, to create workplace environments that promote the very quality of life we promise in our mission. This not only includes supporting our teams by creating a sense of belonging at work but being outspoken and visible allies in external spaces and greater society.

When we look at diversity, equity, and inclusion organizationally, we first look to our greatest asset – our people. When we have a diverse and engaged team of employees who feel empowered, included, supported, and respected, those employees become our best ambassadors for recruiting talent and our most productive contributors. The key for our teams is belonging, because diversity means little to underrepresented groups of employees if they don’t feel a sense of connection or contribution. It is also important to strive towards equity. Equity acknowledges that we’re not all starting from the same place. In order to create equal opportunities for all, we need equitable policies that support under-served or under-represented groups. Belonging is that ideal outcome we’re all striving for and it sits at the intersection of DE&I.

The key for our teams is belonging, because diversity means little to underrepresented groups of employees if they don’t feel a sense of connection or contribution.

Recognizing that this space is one that constantly evolves, the ability to be agile, flexible, and adaptable is key. I am seeing organizations create programs that empower employees to shape their own DE&I agenda to conveying authenticity – and even vulnerability – through the leadership styles of their senior management.

For me, setting the right tone at the very top is crucial. Engaged executive allies who not only lend their voice, but their time and energy, to prioritizing these efforts is crucial to success. Like other business imperatives, holding our organizational leaders accountable to inclusive leadership also matters. These vital conversations cannot just happen intermittently but need to be deeply embedded into our culture. We need to leverage the value that they bring to the business.

Engaged executive allies who not only lend their voice, but their time and energy, to prioritizing these efforts is crucial to success.

The world is in a constant state of change. Capitalizing on the opportunity, we must help lead change organizationally in a way that is authentic and relevant and moves DE&I from a box-ticking activity to an integrated strategic initiative. Our latest research has solid insights into how to reshape your corporate culture by placing belonging at its core.  

1) 2021 Sodexo Experience Next Corporate Insights Research

2) Asian Americans and Pacific Islanders